Guidelines for the Disclosure Process

Explore your feelings
about your disability…how comfortable are you talking about your
disability

Identify (by yourself
or with other’s help) what accommodations you may need during the hiring
process or on the job.

Weigh the benefits,
risks and timing of disclosure.

If you decide not to
disclose, make sure you can perform the essential functions of the
position before accepting it.

If you decide to
disclose, plan in advance how you will handle it

Whom to tell (interviewer,
HR representative, etc.)

What you will say

STEP 2: WHEN YOU DISCLOSE

Decide how specific
you will be in describing your disability.

General terms: a
medical condition, a disability, etc.

Specifically refer to
your disability

Exact diagnosis

Remember, try to use
language that is informative, yet non-threatening. Be concise in
your explanation and prepare brief answers for anticipated questions.

Describe the skills
that you have that make you able to perform the essential functions of
the job.

Qualifications

Technical Skills

General Work Skills

Describe any
functional limitations caused by your disability that may interfere with
your performance and identify those accommodations you may need to
overcome those limitations.

STEP 3: PREPARE SCRIPT (If Necessary)

“I have (name of disability). Currently, I
have the skills required to do the essential functions of the job.
Sometimes, (functional limitations) may interfere with my ability to (duties
you have trouble performing). It helps if I have (name the specific
accommodations you need). I work best when (other accommodations).”

Elements of the Disclosure Process

This activity is designed to help you understand the thought
process needed when deciding whether or not to disclose your disability to an
employer. Based on your career goals, think about your understanding of
your career of choice, such as the job responsibilities, essential functions of
the job, qualifications, etc. Once you understand the requirements of a
specific career, you can begin to think about appropriate job accommodations
that you will need. All of these steps are involved in the decision of
whether or not to disclose your disability. Let us move systematically
through the process…

State the job duties you describe as potentially difficult for you to
perform.

Now, think about possible accommodations. Are there accommodations you
have used in the past that will enable you to perform the above task(s)?
If so, please list them below:

Are there still job duties, which you may be unable to perform? Research
an accommodation, which might enable you to perform the task. In addition
to listing additional job duties below, list as many resources as possible
which will enable you to research possible accommodations.

Finally, imagine that you are meeting with a potential employer. You need
to disclose your disability to assure that you will receive the necessary
accommodations on the job. In complete sentences, describe your
disability and what strategies or accommodations you will need to perform the
job successfully (Peterson & Sherman, 1997).

My Script for Disclosure

My disability can be described as:

My skills and abilities are:

My functional limitations are:

Accommodations needed are:

Now, Put the above information in a narrative format:

Rules for a Good Disclosure

Script your disclosure. Write
it down and have it critiqued. Run through it with friends who are
employers, with people in the working world.

Rehearse your disclosure
script until you feel comfortable and good about it, not only with your
lips, but also with your body language.

When you prepare your script,
avoid being too clinical or too detailed. It may be of great
interest to you, but the interviewer wants to know only 3 things: will you
be there; can you do the job as well or better than anyone else; will you
be of value to the company?

Remember your script and be
positive about your skills and abilities. The more positive you are,
the more you will convey that you are you and you “just happen to have a
disability.” Conversely, the more you discuss your disability, the
more important it will become in the employer’s mind.

THE BOTTOM LINE: You and the employer must both feel comfortable.

Suggestions for Scripts

“I have (preferred term for disability). Currently, I can/have the
skills required to do (the main duties) of the job, but sometimes (functional
limitations) interfere with my ability to (duties you may have trouble
performing). It helps if I have (name the specific accommodations you
need). I work best when (other accommodations).

You could also add the following information…

Sometimes you might see (symptoms or behaviors associated with
symptoms). When you see that, you can (name the action steps for the employer).
Here is the number of my (employment specialist, doctor, therapist, previous
employer, JAN, etc.) for any information you might need about my ability to
handle the job.